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CONSTRUCTION RECRUITMENT AGENCY

Polish and Eastern European Recruitment Agency

INTERNATIONAL CONSTRUCTION RECRUITMENT | CIVIL ENGINEERING RECRUITMENT

jobs in construction, civil engineering jobs, engineering jobs, construction jobs, building jobs, construction recruitment, engineering recruitment

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OUR CODE OF GOOD RECRUITMENT PRACTICE

This Code of Good Recruitment Practice has been created so that we can provide the highest standard of service to our clients and candidates. It is strictly adhered to by all of our staff, giving you reassurance that you will only be dealt with highly professionally and ethically.

1. The provisions of this Code and other relevant codes have been brought to the attention of all our staff and forms a part of the induction and training for any new staff who join us.

2. We will ensure that all our staff are aware of and comply with the provisions of the The Conduct of Employment Agencies & Employment Businesses Regulations 2003, together with any subsequent amendments, related regulations, other relevant legislation and statutory codes including provisions relating to equal opportunities and equal pay, minimum wage, taxation, health and safety, data protection, trade union membership, immigration, rehabilitation of offenders, telecommunications privacy and working time regulations.

3. We will ensure that all of our staff are informed and trained to carry out their duties effectively, and we will seek to continually improve the performance of our staff by continually encouraging and enabling them to develop their knowledge and skills.

4. We will make every effort to avail our staff with appropriate training and development opportunities.

5. We will deal with and represent ourselves to candidates and clients fairly, openly, honestly and courteously at all times.

6. We have established and operate in accordance with an internal written complaints procedure whose aim is to effect swift and appropriate resolution of complaints. This procedure has been clearly communicated to all of our staff who will act in accordance with it when dealing with any complaints we receive.

7. We will advise our clients of any potential conflicts of interest before attempting to fill a vacancy.

8. We will not target employees we have supplied for search and/or recruitment purposes for a pre-agreed term or not less than 12 months whichever is the greater.

9. We have developed a positive policy towards and take all necessary steps to promote equal opportunities in employment.

10. Any selection tests used, including psychometric and personality questionnaires will be relevant, properly validated and where appropriate conducted by trained or licensed personnel.

11. We shall submit or transmit details of candidates, temporary or contract workers only in respect of registered vacancies or fields of potential interest.

12. We always obtain the express agreement of our clients before a vacancy is displayed on any of our websites.

13. We obtain the express agreement of candidates or temporary or contract workers before a CV or any personal details which might identify the candidate, are displayed on any website.

14. No personal details or details which might identify the candidate, such as name of current employer or information which might identify the current employer will be displayed in any of our open websites. We may by agreement with a candidate, display such information in a password protected part of a site, and in such a case, shall advise such candidates that clients will have access to such information. If current employers have such access the candidate will be warned beforehand.

15. We do not extract CV's from websites for display or submission to clients without the express agreement of the subject of the CV.

16. We shall always reach a clear agreement with candidates or temporary and contract workers and clients about any expenses payable for attending an interview or for any other purpose. Information on any expenses payable will be given in writing before the interview or commencement of an assignment, where possible.

Advertisements

17. We shall do our utmost to ensure that all our advertisements are accurate and that all descriptions, claims and comparisons made are capable of substantiation.

18. We shall ensure that all specific vacancies advertised are available at the time of being displayed on our websites, or at the time of being published in other media. Filled vacancies will be removed from display as soon as reasonably practicable.

On providing permanent recruitment services

19. On initial contact with a client, we will provide clear and accurate information about the services we can provide.

20. We will send fair and clear terms of business to the client as soon as possible after registering a vacancy.

21. We will endeavour to reach a clear understanding with clients on the procedure to be adopted for submitting a candidate's details to the client.

22. We will inform potential employers if we, either personally or through our personal known associates, have not carried out a face-to-face interview prior to an employer interviewing the candidate.

23. We will document accurately, contemporaneously and appropriately all stages of the recruitment process, including the results of interviews, tests and references.

24. We will not deliberately attempt to induce any candidate to leave his or her employment with a view to placing the candidate elsewhere where we have previously received a fee for placing the candidate with a client unless the agreed term of our contract with our client concerning the candidate, restricting us from doing so, has expired.

Our duties to candidates for permanent vacancies

25. On initial contact with a candidate, we will provide clear and accurate information about the services we may provide. The details of these may be seen on our websites.

26. We will agree with candidates the procedure for submitting their details to clients. We will not disclose a candidate's identity and/or identifiable employment details to a client without first obtaining the candidate's permission unless the candidate has agreed in advance that we may do otherwise.

27. We will treat information about candidates confidentially except for the purpose of filling a vacancy and will insist that all our clients do likewise.

28. Where possible, we will keep candidates informed of the progress of their application.

29. We will state clearly to candidates at what stage references will be taken up and how they will be used.

30. We will not approach a current employer without the candidate's permission. Information obtained through a referee will be treated as confidential to the recruitment process.

Disputes

31. In the event of a dispute we shall try to resolve the dispute between ourselves and our client or candidate as soon as practicable and, if we fail to reach a fair outcome for both parties, will submit ourselves to any reasonable process of arbitration.

Last updated: 16th May 2006

 


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